Thursday, May 31, 2012

With summer upon us, some of you job-seekers may think about taking a break from your search. Instead, you might want to ramp up your efforts and consider the new season an opportunity to relaunch any unfinished career plans.

One inevitable aspect of the search? Interacting and engaging with connections—extending your network to tap into the hidden job market. Sudy Bharadwaj is the co-founder and chief executive officer of JackalopeJobs.com, which allows you to log in with your favorite social network and learn which of your connections work in companies that interest you. He has seen many job-seekers benefit from carefully accessing their extended network.

Here are Bharadwaj's nine suggestions for successfully networking your way to a job:

1. Connect with your network before you apply for positions. Even if you identify jobs via boards or postings, touch base with connections before applying directly. Many organizations prioritize applicants referred by employees. Some companies even give bonuses to employees who suggest candidates who are hired, so some networking contacts may have a financial incentive to pass along your information. Don't be shy about reaching out and asking for a hand.

2. Rotate your thinking. Bharadwaj suggests: "Instead of finding jobs and focusing on connections in those companies, consider targeting your connections first and investigating who among them may be able to provide a link to a potential opportunity."

To be successful, it's important to know what you want and to be able to articulate how you can help an organization solve its problems. Once you know what you offer and how it relates to companies where you want to work, it will be much easier to leverage your network of contacts who can help you land jobs successfully.

3. Encourage your network by making it easy for them to help you. Bharadwaj reminds job-seekers: "Your connections are busy—aren't we all? It's up to the job-seeker to be specific when asking for a connection. Forward the job description and information about your background and skills. Tell the contact exactly how he or she can help you."

4. Be concise and offer easy access to your information. It's likely your contacts will access your information or email inquiry via their smart phones. Include all key points in the body of your email, such as links to online social resumes or your LinkedIn profile, instead of asking them to download and view your resume.

5. Go wide. Spread out your inquiries; try not to ask one person for too many things. Most people will want to help, but if it seems you are knocking on their door every week, the welcome will wear out quickly.

Wednesday, May 30, 2012

A call from a recruiter is more likely to be for their gain than yours. Still, that call could be the springboard for your next jump up the career ladder.

With the economy still sputtering and the unemployed outnumbering job vacancies by six to one, according to the Bureau of Labor Statistics, recruiters and headhunters are becoming an increasingly vital contact. Last year they helped nearly 13 million U.S. workers find temporary, contract or permanent jobs, and more than 90% of U.S. companies now use staffing firms to fill vacancies, according to the American Staffing Association.

As you might expect, technology, health care and engineering are some of the major industries that are looking to hire at the moment, while ironically enough, the recruitment industry itself is one of the biggest boomers. (The U.S. Department of Labor expecting it to grow more than 50% by 2014.) While you might not expect it, you could soon get a call from one these smooth-talkers, so here are TIME Moneyland’s top tips for how to make recruiters work for you.

1. Set The Tone It’s important to establish a dynamic from the outset and ensure your relationship starts on a comfortable footing. For Alison Doyle, job search expert for About.com, the first call is all about laying down cards on the table at the earliest point. “It’s important to set the tone at the very beginning of your relationship,” she says. “Find out what information the recruiter needs from you and if they have specific openings they are interested in talking to you about.” She also recommends determining how you will stay in contact with the recruiter, and how often.

Meanwhile, Michael T. Robinson, president and founder CareerPlanner.com, says he thinks you should already have a sales pitch in your head, pinpointing what it is you do and how you’d like to progress. “You need to give them your 7-second elevator pitch,” he says. “Make it quick, memorable and practice it until it rolls off your tongue.”

2. Establish Their Credentials Having hopefully established an understanding, it’s important to make sure this is actually someone worth talking to. Oodles of charm is one thing, but if the recruiter doesn’t have a good rapport with the hiring manager, they’re unlikely to get you an interview. “When I used headhunters to find talent for me, we would talk several times per week – thus they knew a lot about me and what I was looking for,” says Robinson. “If the person calling you does not know much about the hiring manager, they are probably not that good.”

It can also be worth checking up on a recruiter’s history. As well as asking the recruiter about their specialties and previous dealings with their client, Doyle recommends looking at their LinkedIn profile to read the feedback from people they’ve placed.

3. Build a Good Relationship At the end of the day, this is abusiness transaction. But as we all know, it never hurts to build a rapport with the person you’re dealing with. As Charlotte Weeks, the career guru behind weekscareerservices.com points out, being on friendly terms with the recruiter could give you the edge over equally qualified candidates. “Treat them like a networking contact and stay on their radar the way you would with anyone else,” she says. And at the same time, it’s a two way-street. “Call or email once in a while to see if anything is coming down the pipeline,” she adds. “They’ll especially appreciate you if you’re ever contacted about a position that doesn’t seem to be a fit and you refer them to someone who might be.”

You filled out the job application, updated your resume and clicked “Submit.” But as the days or weeks pass, you never receive a phone call or email from the employer. What happened?

Unbeknownst to many job seekers, a whopping 72% of resumes are never seen by human eyes. Why? Well, employers large and small now use applicant tracking software to parse the information from your resume and map it into a database called an ATS (applicant tracking system). From this information, the system will assign you a score based on how well you match the job the employer is trying to fill, and then rank and sort all candidates. Naturally, the potential employees with the highest scores move on, while others are left in the dust.

Wondering how you can optimize your resume and rank highly in the employer’s ATS? Here are several tricks to improving your resume’s score.

1. Use Language from the Job Description: Look through the job listing to determine the skills required. Identify industry terms, buzzwords and jargon the hiring manager uses most frequently in the description and incorporate these words into your resume when possible and applicable — the ATS is looking for these keywords.

2. Get Rid of Images and Graphics: Remember, the ATS is breaking down the information you’re providing and sorting it into different “buckets.” It will not be able to read or understand an image.

4. Don’t Hide Keywords: Think adding in a bunch of keywords in white text is the best way to rank highly? Think again.

5. Get Rid of Irrelevant Information: Only include past positions and skills that are relevant to the job at hand. Irrelevant positions just end up as filler — a waste of valuable real estate on your resume.

6. Don’t Use Any Special Characters: Standard bullets are fine, but other characters (such as arrows) can cause issues that could prevent the ATS from correctly parsing your information.

Thursday, May 24, 2012

Are you so flattered when a recruiter rings you that you forget to ask them critical questions? Take this quiz to see if you’re covering your bases.

Every once in awhile, the phone rings, and it’s a recruiter on the other end. While you might not be interested in what he is offering, you have to admit that it’s flattering to get the call. (“Someone thinks I might be right for a job!”) Once you get past the initial compliment, though, you have to get down to the serious business of determining if you are interested. The recruiter wants to know about you, but before you turn over your resume, there are things you should know about him. Here are 10 questions to ask a recruiter and one question to avoid. See if you can figure out which is which. (Answer at bottom.)

1. “What are the three main qualifications the recruiter’s client (the employer) is looking for?” The recruiter probably has a one-page laundry list of what the perfect person looks like. The truth is, however, the client/employer most likely has only a few ( three to four) key requirements that are the deal-breakers. Get those on the table first to see if you’re even in the ball park. You probably don’t need all the requirements. If you don’t have the basics, you might as well say thanks and cut the conversation short. Especially in a tough economy, managers are not generally willing to massage the basic requirements because they believe they will find someone who has them. Here’s when you tell the recruiter to call you if she finds another job that matches your skills and desires.

2. “What’s the job description?” Hearing what the client/employer expects you to do is important. While the job may entail more money or a higher title, you have to show up and do that job every day. Is it something you want to do? Will it stretch your skill set? Will it represent more of the same at a moment in your career when you’re ready to do more? (Don’t give up yet. This might be a company with rapid promotions, and a lateral job is just what you need to get you leverage to climb the ladder. See #6.)

3. “Are you working with this employer exclusively?” Here’s where you find out what has gone into the search so far and maybe what your chances are. If the recruiter has the job exclusively or is sharing it with only one other recruiter, you have a better chance to get your resume reviewed by the hiring manager. If it’s out to a zillion agents, your chances just dropped, but it doesn’t make it impossible. It just requires you to stay in closer touch with the recruiter to find out where things stand. The process will probably go more slowly because the employer will be wading through more resumes. Make sure your recruiter believes in you for the position and is doing everything she can to get you noticed. Also, make sure the resume you present really highlights the experience the employer is looking for. Here’s where you need to really stand out from the pack.

4. “How long has the job been open?” This is bit like Goldilocks: The right answer is not too long and not too short. If you are the first candidate interviewed and you are really great, the employer may conclude the search will be easy and want to see more for comparison. That’s not to say everyone else won’t pale by comparison, but it is a waiting game for you.

5. “Why has the job been open a long time?” If the recruiter says the job has been open a long time (and especially if he then sighs ), you need to get him to get more info. It would make lots of sense if the recruiter would go back to the client/employer and find out what has been wrong with the people they’ve interviewed. When you hear the answer, you can begin to determine if you’ll be another in a series of misses or a better fit than the candidates who have come before.

Wednesday, May 23, 2012

It is perfectly normal to be a little anxious when you’re preparing for a job interview.In fact, many people rank interviewing for a new job with other nerve-racking activities like public speaking and going to the dentist. There’s a lot riding on your interview performance, so it’s understandable to feel this way.However, there are some simple steps you can take to better prepare for a job interview.

1. Do Your Homework

Most companies have an online presence, so it should be relatively easy for you to learn about the company. You should also familiarize yourself with the position for which you are interviewing. If possible, print out a copy of the position description and take it with you to the interview. Be sure to bring a few extra copies of your resume in case an interviewer needs a hard copy during the interview.

2. Practice Makes Perfect

Interviewing is a learned skill and the best candidates practice, practice and practice some more to prepare for a job interview.

For college candidates, there may be opportunities through career services to participate in mock interviews. A mock interview is usually conducted by an employer, a career services professional or a professor. Essentially, you will be interviewing for a pretend job. Mock interviews are helpful because they can relieve you of nervousness and the interviewers usually are able to provide some feedback on your interview skills.

For more seasoned candidates, opportunities to prepare for a job interview may also exist with local workforce services offices and career coaches. Another option is to ask a friend or family member to “role play” an interview with you. If you have access to a webcam or video camera, try recording your “performance” and reviewing the areas where you need improvement.

Tuesday, May 22, 2012

We all know Walt Disney Animation Studios has produced some treasured stories about self-discovery, love and growing up. Ariel becoming human and Cinderella going from rags to riches are relatable stories, even if they’re whimsical. But as someone in the midst of a job hunt, I’ve discovered that many of my favorite Disney classics have lessons that can be applied in the professional world, too.Here are a few of my favorite career lessons inspired by Disney movies:

1. Speak up — from A Bug’s Life

Flik was often ignored by the rest of the ants in his community. They thought he was unfocused and disruptive, when in reality he was the most innovative. If you have an idea that you know is gold, don’t shy away during meetings. Raise your hand, get noticed, and put your idea out there. Every community of ants needs a Flik, and every company needs a problem solver.

2. Be curious — from Alice in Wonderland

Alice might have dozed off while her sister was trying to help her study, but Wonderland was too intriguing to ignore. Don’t feel the need to stay trapped where you are, doing what you’re doing. If you’ve always wondered what it might be like to quit your job and become a freelance photographer, there’s only one way you’ll get to experience what that feels like!

3. Be true to your heart — from Mulan

Always go with your gut. While I don’t recommend cross-dressing for work like Mulan had to, if there’s a warrior inside of you, don’t be afraid to let him or her out. All along the journey, make sure you are doing what you think is right. This has an equal meaning for workplace ethics, too. Bring honor to your family (and company) and stand up for what you believe in.

4. Train hard — from Hercules

Sure, now Hercules is a hero with more muscles than the juice-head at your local gym. But remember the beginning of the movie when he was a scrawny little boy? He had to put in a lot of time and work to get from A to B. You might not have a satyr voiced by Danny DeVito giving you motivational quips the whole way, but practice makes perfect. (Even athletic practice can make you a more valuable employee.)

Monday, May 21, 2012

Would a Quick Response code get you a quick response on your resume? Maybe or maybe not but it’s a wise move to catch on the new trends and with some solid reasons that I list here, I hope you’ll agree.

Some might resent the idea that it kind of makes my resume look too “techy”, ugly or impersonal – but hold on, answer this question first. Are you preparing a 1 minute elevator pitch during jobsearch or networking – if yes, then this could be a cool new way to get on someone’s radar in a minute or less?

Since it is new to many, it also generates curiosity or a second glance to find out where your QR code leads to. It is a way to display your creativity – and don’t we all want to see something different – hey, that’s exactly the definition of unique.

Now what will the QR code display – it could be a link to your online resume/portfolio or your favorite search links about you / your accomplishments as one sees through Google search and read on to find out that the possibilities could be endless.

Basics first: You can read about QR codes on Wikipedia which really is good to know.Now here’s something you need to know before you insert a QR code on your resume:

Create an online portfolio or online resume.Now if you can get your resume close to as impressive as these ones, you’d better put it online. You may have your own domain name or just add it to the available website services for online CVs and resumes like www.visualcv.com. You can generate the QR code easily by following either of these steps:

- Go to http://goo.gl/, shorten your URL, click on the “details” link on right hand side and the next window displays your QR code. Save image and use where required.- Go to a QR code generator website kaywa.com

Tip: Add a short description of where the code will take the reader once scanned. For example, just below your QR code image write: Scan to see my online portfolio.

You have a choice of displaying your top 5 Google search results (selected by you) on your QR code. Here’s how: Use Vizibility. When your Vizibility QR Code is scanned, the person scanning it will immediately see your Top 5 Favorite results (if you have selected them) on a mobile-friendly app right on their device. They also have the option of viewing all of your results right in Google, and any optional information you may have shared. Get Vizibility and your QR code from their website.

Get Creative! And just when you thought that the QR codes link up to resume web links, about me page and online searches; there are many creative people using QR as creatively as possible. Have a look at this one: Interactive Resume with QR Code

How to read the QR code?Mobile phone must have a reader application installed to read these QR codes.- Also Google Goggles is an application which the recruiters or the hiring managers can use to view your resume.- iTunes has a free QR reader app for the iPhone, download through iTunes.Note: Always test your generated QR code by taking a picture from your mobile phone and using any reader to view the QR code result before sending it out to the world.

Friday, May 18, 2012

In a cutthroat world of layoffs, downsizing and unemployment, it's important for jobseekers over 40 to stay one step ahead of the game. Though jobseekers over the age of 40 often face a different set of challenges than their younger counterparts, they also bring a lot to the table.

The Biggest Challenges for Jobseekers Over 40

If you're a jobseeker over 40, you know how frustrating the job hunt can be. There's no doubt you face different challengers than younger candidates.

Higher Compensation Demands

When you're young, unattached and newly graduated, you can take just about any job that comes along with little regard to pay, benefits or perks. However, when you've got a family to support, things are a bit different. Jobseekers over 40 often command a much higher pay rate than younger workers and expect a comprehensive benefits package for themselves and their family. While understandable, these factors may prevent more experienced workers from successfully competing with younger candidates. It's a catch 22. The company you're interested in needs your experience and education but wants your salary expectations to be that of a 20-year-old. It can be very frustrating, not to mention demoralizing.

Social Networking and Technology Deficits

In order to stay current, corporations are using social networking and new technology. Some jobseekers over 40 are reluctant to learn the latest technology and methods of communication, which may cost them a job opportunity. To be competitive with younger jobseekers stay up on current trends.

Family Obligations

Workers over 40 tend to be settled down with families to support and schedules to maintain. Employers who need workers after normal business hours may be reluctant to hire someone they perceive as being inflexible about overtime and travel. If you're able to be flexible maker sure a potential employers know that.

Being "Overqualified"

According to Tom Bodin of OI Partners, "One of the biggest apprehensions employers have about experienced workers is that they will leave when a job with a higher salary is offered to them. Jobseekers over 40 need to demonstrate how their background, skills, and experience will provide the necessary solutions to solve problems and increase revenue so that everyone's salaries will increase." In other words, employers want to see what you can bring to the table, what you can do to improve the overall performance and operation of a company. Being "overqualified" can be turned into a very strong asset if you can prove your ability to benefit the company as a whole and that you won't be keeping an eye out for new options that may become available down the road.

Thursday, May 17, 2012

Much has been written about how critical networking is to the job seeker. I don’t dispute that networking is helpful to identify jobs early, even before they are posted, and helpful to warrant a second look by the prospective employer, as I’ve seen many times firsthand as a recruiter. However, networking takes time, and sometimes you can’t wait for a warm introduction. Maybe you have to reach a fast-growing company NOW because they are building up their new location. Maybe your dream company is a start-up with a small team or just the founder so you don’t have a lot of options of people to know. It’s okay and can be very effective to reach out cold to decision-makers. Cold calling is not just for sales anymore, but can be very effective for jobs.

Identify the decision-maker. Unless you are looking for a job in HR, you do not want to cold call recruiters. They are not the ultimate decision-maker, and they get called all the time. So their fuse is short, and they’re not the most direct route anyway. Instead you want to identify the person who would hire for the specific role that you want, most likely the person who would be your boss. So if you want to be a finance manager somewhere, you need to know who runs the finance department.

Approach the decision-maker ideally by email. While I use the term cold “call” to denote this action of contacting someone with whom you have no referral or other introduction, you don’t literally have to call – i.e., use the phone. In fact, I don’t recommend the phone as the first point of contact because it’s disruptive for the person on the receiving end, and it’s harder for the candidate because you are live – no drafts, no copyediting. With email you can refine your approach, checking for brevity, clarity and the correct tone. You also can include your LinkedIn hyperlink with your email signature, which effectively forwards your resume without the presumptuousness or potential virus of an actual attachment.

Customize your communication to match the decision-maker. When I coached a client who was interested in venture capital on how to cold call a portfolio manager, he sent a brief, 3-line email about an investment area he wanted to discuss. The 3 lines was appropriate because venture capitalists are notorious for brevity, so anything longer would have been out of place. The choice to pitch an investment idea, rather than himself as a candidate, is appropriate because his job would be to identify and evaluate investments so his email effectively serves as a sample of what his contribution on the job could be.

Wednesday, May 16, 2012

Having trouble getting job offers? You might be committing one of these seven deadly interview sins:

1. Being late. While occasional lateness may be excused in other situations, it's often a deal-breaker in a job interview. Hiring managers assume that you're on your best behavior while interviewing, so if you aren't on time for the interview, they'll assume you'll be unreliable if they hire you. Always allow more time than you'll need to travel so that you have a buffer in case something goes wrong.

2. Badmouthing a former employer. As tempting as it might be to explain that you left your last job because your boss was crazy or that your previous company was mismanaged and corrupt, sharing these feelings will reflect badly on you. Rightly or wrongly, the interviewing convention is that you don't badmouth a previous employer. Hiring managers are looking for evidence that you know what is and isn't appropriate to say in business situations.

3. Not being prepared with examples that illustrate why you'd excel at the job. If you claim that you excel at strategizing or that you're an innovative genius, but then aren't able to give specific examples of how you've used these skills, interviewers aren't going to give much credence to your claims. Make sure to come to the interview prepared with specific examples from your past that show how you've turned your skills into real accomplishments at work.

5. Not asking any questions. You might be spending eight hours a day in this job, at this company, with this manager. Are you sure there's nothing you're wondering about? Interviewers want to know that you're interested in the details of the job, the department in which you'll be working, the supervisor's management style, and the culture of the organization. Otherwise, you're signaling that you're either not that interested or that you just haven't thought much about it. So come prepared with thoughtful, intelligent questions about the work you'd be doing.

Tuesday, May 15, 2012

A: Accomplishments: What have you excelled at in life? When you figure it out, tailor your job search to the talents that help you achieve your greatest accomplishment. If you're looking for a job, you might as well search for something that matches up with your strengths.

B: Benefits: Not sure you should accept a job because of pay that's lower than you expected? Keep in mind that salary isn't the only form of compensation. Don't overlook unique benefits like onsite day care or tuition reimbursement.

C: Coordination: The days of blanket resume mailings and multiple cold calls are long gone. You need to research, network, improve and educate. Finding a job isn't just about the perfect resume or a strong interview. It's about all aspects of your job search working well together. Make sure you pay attention to all facets of your quest for a new career.

D: Directions: Want to be on time for your interview? Map it out ahead of time. Sure, you can use your GPS but be sure it's right. Getting lost on the way doesn't make for casual pre-interview conversation. It only reflects on your lack of preparation and your minor-league professionalism. Once you check in 20 minutes late for an interview, you're in for an uphill battle.

E: Eye contact: If you're interviewing for a position, it's essential to maintain eye contact at all times. It shows you're paying attention and are actively engaged. Ask any recruiter: A job prospect who glances out the window expresses a lack of interest in the position.

F: Facts: Are you sure you want to list "Assistant manager" as your job at Al's Pizza when you were in college? After all, one phone call and your status as "in-need-of-shower pizza deliverer who drank Sprite directly out of the machine" could be revealed. Tell the truth on your resume and during your interview. Make something up — even the smallest detail — and it could come back to haunt you.

G: Goals: You can deny the touchy-feely aspects of goal-setting all you want, but it's important to have a blueprint for your life. Set short-term and long-term goals. Where do you want to be in one, two, five and 10 years in terms of salary, responsibilities and position? Use your answers as a roadmap for your current and future job searches.

H: Handshake: Don't underestimate the power of a good handshake. When you meet with prospective employers or interviews, offer a firm handshake. It may seem corny but you're showing confidence and initiative. Don't offer the limp hand when someone extends his or her hand to you. Be assertive and professional. People remember bad handshakes.

I: Individualized: It's important to change your resume for each type of job you're applying for. There's no excuse for using a boilerplate resume for all the jobs to which you're applying. State the accomplishments that are relevant to each job and throw in something that might catch a particular company's eye.

J: Join: Surround yourself with successful people in your field. Signupfor professional organizations. You'll meet mentors and peers who can help advise you on career strategies. You also may be able to take classes and seminars through the group, which will help strengthen your skills.

Monday, May 14, 2012

Are you in the process of searching for a new job but can’t seem to get the callbacks you want? It may be you’re making some common yet avoidable mistakes along the way. Don’t continue your job searching without being sure. Take a look at the following seven job seeking mistakes you should dodge at all costs:

1. The Aimless Search

If you’re sending out resumes without knowing what your ideal job is, you’re wasting your valuable time. So, before shipping off another application, be sure to sit down and define what type of job you’re looking for. This way, you’ll have a more focused search and can create a goal-oriented resume to match.

2. Bad Interviewing Habits

Do you have bad interviewing habits? In other words, do you assume you’re on a first-name basis with interviewers? Or do you slouch in your seat? If so, be sure to learn about appropriate body language and ways to address interviews so that you can always come across as a confident candidate with plenty to offer.

3. Bad-Mouthing a Previous Employer

Many interviewees get stuck with the question, “Why did you leave your previous employer?” While you may want to say that your previous boss was a jerk, this is not the time or place to mention it. So if you’re asked this question, just say you were looking for new opportunities to broaden your horizon.

Thursday, May 10, 2012

What do you tweet in order to get closer to an actual job lead?There are many steps you can take to job search via Twitter but in this blog post I will focus on your tweets’ content because a great tweet can propel you closer to a job — a bad tweet can help you lose the job you currently have…AND QUICKLY!

Micro Blogging as Part of Your Job Search Toolkit

Project and strengthen your professionalism, brand, and expertise. If you provide valuable and spot-on content, you will gain influential followers. If your Twitter “followers” find your content useful and insightful, they may recommend others follow you or better yet (RT) re-tweet you, helping you expand your reach and networking possibilities.

Don’t Tweet Anything You Wouldn’t Say to Your Future Boss

For some odd reason people share more than they should via their tweets. You should be even more cautious because what goes online stays online, forever! Be tactful and remember employers will Google you!

Stay on Topic and Provide Useful Content

Say you are seeking employment as a Pediatric RN, stay on that subject. Tweet about an article you wrote regarding health care, your thoughts on excellent pediatric care, provide advice, and share links to interesting on-topic blog posts. You may even tweet a job lead you did not pursue. Don’t. Please. Don’t start tweeting about…say…your trip to the grocery store or about your romantic relationships. (I know the little Twitter box request “What’s happening” but don’t literally answer that!) Sure, engage in conversation but at all times be cognizant of what you’re discussing.

Incorporate Keywords into Your Tweets

Include jargon/keywords specific to your target industry. Your tweets will become pages on the Internet and so be sure to optimize your job search tweets for the web. What are keywords? Keywords are industry-specific nouns and noun phrases such as tech skills and job titles. However, perhaps the most imperative reason for incorporating keywords in your tweet is so…your tweets help shape or fortify your expertise!

Hash Tags

Adding a hash tag (#) to your industry keyword (e.g., #CEO, #sourcing manager, etc.) will help professionals within your industry find you when they conduct an on-topic search.Sample Keywords and Hash Tags in Tweets:#Nursing advice: age-appropriate bedside care is even more important when dealing with #pediatric patients.#Sales #management: a client-focused presentation is the key in closing deals in a tough economy.#Webdesign: beautiful layouts that are also search engine friendly are essential for great #SEO.You should aim to keep tweets even shorter than the allowed 140 characters in order to encourage re-tweets (RTs). If someone does not have to edit your tweet in order to re-tweet it, then that person is more likely to! More RTs means more people will learn you are job searching.

Wednesday, May 9, 2012

If you're having trouble finding a job, it might be because you're sabotaging your chances without even realizing it.

Here are 10 common mistakes that you're possibly making in your job search:

1. Relying on outdated sources of job-searching advice. Job-search conventions have changed dramatically in the last 10 years, but many books and experts are still doling out outdated advice that can hurt your chances now. Ideally your advice should come from sources who have done a significant amount of hiring themselves--and recently, not a couple of decades ago.

2. Mainly listing job duties on your resume, rather than accomplishments.Job descriptions don't belong on your resume; accomplishments do. Resumes that stand out go beyond what duties you were responsible for and instead answer this question: What did you accomplish in this job that someone else might not have?

3. Feeling that your resume must be a complete account of everything you've ever done. Your resume is a marketing document intended to present you, your skills, and your experience in the strongest light. You're not required to include that short-term job from which you were fired, or the one outside your field, or your year in law school before you flunked out.

4. Sending your resume without a cover letter. If you're applying for jobs without including a compelling cover letter--customized to this specific opportunity--you're missing out on one of the most effective ways to grab an employer's attention. A cover letter is your opportunity to make a compelling case for yourself as a candidate, totally aside from what's in your resume. You're doing yourself a disservice if you don't include one.

5. Annoying employers with too much follow-up. Job-seekers are sometimes advised that they should call employers to check on their application or to try to schedule an interview. But most employers don't respond well to this, viewing it as overly aggressive and annoying. After all, you're not the only person applying for the job; multiply your phone call by 300 applicants, and you'll see why employers are annoyed.

Tuesday, May 8, 2012

This is a tough one. HR Directors and (most) recruiters will tell you that age makes no difference, 50+ people who have lost their job will say the contrary. What is the truth? Are you really professionally finished as a 50+ for a corporate career?

Alyssa from the US writes “I think the field of expertise is an important variable, and in some cases, somewhat negates the ageism. For example, my 60-year old brother is a mega-star XYZ with credentials hard to find in the U.S. He has NO problem with employment. In fact, he is constantly pursued by employers and has never been laid off. He just makes more and more money. In his industry, the pool of qualified candidates is very small so they cannot afford to discriminate on age.”

But Nadia in the Middle East tells me tells me “I have been searching for a job for a while now. Instead of asking 10% more than my previous salary, I am willing to accept 70% less and roles lower than my actual level but that still does not help. I cannot progress to a higher role and I can no longer hold the same roles as before. I have concluded from my interviews where line managers are younger than me and less experienced that they are frightened by my age. I am able to reconsider the elements that I can influence but I am not able to do anything about my age, gender ornationality. What would you advise me? Most of the job advertisements in this region set an age limit, and are allowed to specify gender and nationality. I discovered sadly that women have no chances after 40 and I don’t know what to do. Shall I go for an operation to become man??”

Myth and Truth about baby-boomers: Whilst prejudices say that 50+ workers are less flexible or tech savvy and more often on sick-leave, statistics show that older employees have in fact a much lower sick-leave level and are 5 times more loyal than their peer group in their twenties. Regarding performance, an OECD survey concluded that verbal skills, communication and intelligence remain unchanged as a person ages. And it has been proven that 50+ are more efficient than their younger “competitors” when it comes to problem solving, people management and good judgment. The fastest growing group of Internet users is over age 50.

According to a recent Harvard University study, the ability to use an accumulated body of knowledge keeps rising throughout the lifetimes of healthy people. Older employees have more skills and are more experienced which leads to better quality and better decision-making. Regarding innovation, a Harvard University and Babson College studysupports the statement that age-diversified work groups enhance innovation. And – this was a happy surprise for me – the largest and most successful group of new entrepreneurs are over age 50, according to theKauffman Index of Entrepreneurial Activity!

Outlook: About 94 percent of employers say they think it is important to keep older workers because their companies need their skills (Bloomberg). The trend is clearly in favor of baby-boomers and if talent shortage is already a problem today, it will severely endanger the competitiveness of organizsations tomorrow. According to the US bureau of labor statistics, employment of workers 60 and over increased 101 percent, compared to a much smaller increase of 59 percent for total employment (16 and over) from 1977 to 2007. It is a fact that in many countries such as USA, Canada and most European countries, the unemployment rate of 50+ professionals is 30% lower than the one of entry-level candidates. In Canada, the majority of men aged 55 to 59 were attached to the labour force in 2006 (76%) (www.statcan.gc.ca). This number will increase in the future (for you too, ladies, but I don’t have the numbers).

Monday, May 7, 2012

Earlier this week I responded to an article in The Wall Street Journalthat gave nine rules for women to follow to "get ahead" in their careers. I wrote that that type of piece, and eight others, were completely unhelpful to women, and that journalists should stop writing them. But the problem is, these sorts of articles are still being written (some women are even defending them), and worse, the thinking that women are supposed to "do more" to make it in man's world—as opposed to embracing their specific talents and competing on equal footing—continues to exist. Alas, we are all too aware that the footing is still not equal; the gender wage gap is one key demonstration of that. Harder to pin down, though, are the attitudes helping to perpetuate this, attitudes that made a group of women very angry when Jack Welch, former "Master and Commander of General Electric" (how's that for a hyper-masculinized title?) addressed them with regard to getting ahead in their careers at a recent speaking engagement. Via The Wall Street Journal's John Bussey:

On Wednesday, Mr. Welch and his wife and writing partner, Suzy Welch, told a gathering of women executives from a range of industries that, in matters of career track, it is results and performance that chart the way. Programs promoting diversity, mentorships and affinity groups may or may not be good, but they are not how women get ahead. "Over deliver," Mr. Welch advised. "Performance is it!" Angry murmurs ran through the crowd. The speakers asked: Were there any questions? "We're regaining our consciousness," one woman executive shot back.

While being told "performance is it" or to "over deliver" isn't inherently bad advice for women, it is bad in an overall context in which women are expected to work harder because they're women (or, as with the nine rules piece, suck it up and do the work men don't want to do in order to "get ahead"). As Alison Quirk, an executive VP at State Street Corp., told Bussey, we all need to understand the "unconscious biases" at play—biases which Welch fails to acknowledge. As another executive said, "He showed no recognition that the culture shapes the performance metrics, and the culture is that of white men." Per Bussey:

Dee Dee Myers, a former White House press secretary who is now with Glover Park Group, a communications firm, added: "While he seemed to acknowledge the value of a diverse workforce, he didn't seem to think it was necessary to develop strategies for getting there—and especially for taking a cold, hard look at some of the subtle barriers to women's advancement that still exist. If objective performance measures were enough, more than a handful of Fortune 500 senior executives would already be women. "

It's not that women don't work hard. It's that there are other elements at play here that Welch is not acknowledging—like, to start with, the entire history of women in the workplace—that have created a situation in which women are far less likely to be the heads of corporations or even making the same amount of money as men. These women may already be expected to do or are currently doing more both at home and at work than are their male peers. So Welch suggesting something like "over deliver" is particularly galling—galling enough for some women to walk out of the presentation.

Friday, May 4, 2012

Jumpstart your job search with our online How to Get a Job bootcamp. Find out what you’re doing wrong on your job search and how to fix it. Learn how to get the job you want!

As graduation season approaches and college seniors everywhere trade jeans and t-shirts for caps and gowns, the pressure to find a job is on. It’s not a good feeling; believe me, I’ve been there.

My senior year job search was two years ago, but I felt that same anxiety when I began training for the Broad Street Run, a 10-mile race down Philadelphia’s iconic Broad Street in January. The task felt completely daunting.

Yet when you’re training for a long-distance race – whether it’s a 10-miler or a marathon – all the time, effort, sweat and tears eventually lead to successs. And that applies to the search for your dream job, too.After training for the past four months (and completing my own marathon job search), I came up with six lessons that apply to finding a job out of college:

1. Have a plan

Just like you wouldn’t wake up one day and decide to run 10 miles, it would be foolish to begin a job search or go on an interview without doing the proper research and prep-work. By now, you should likely have your resume in order and a portfolio of your work ready to go for your next interview opportunity – so you’re prepared when it arises.Consider creating an Excel spreadsheet or Google Doc to keep track of the status of job applications, contacts and interviews.

2. Be flexible and adapt quickly when that plan inevitably changes

Contrary to point number one, this is life, and it doesn’t always go our way. Imagine my Type-A horror when I woke up one Sunday morning, ready for my long run of the week, only to find it pouring outside. My neat, perfect Excel sheet, mapping out the next 12 weeks of training was seemingly ruined.But I took a deep breath, and adapted. During the job search, too, attitude is everything, and the ability to roll with the punches will serve you well.

3. Embrace the highs and lows

Understand that there will be good days and there will be (very) bad days. Despite sticking to a rigorous training schedule, not every run is perfect; in fact, some feel downright impossible.During the job search, there will be moments when you feel like you’re on Cloud 9, and there will be moments of disappointment and loss. Embrace both those feelings; the highs will get you through the lows, and the lows will teach you more about yourself and what you want in a job to get you to that next high.

Thursday, May 3, 2012

Note: This list has been updated numerous times, and I will continue to update it.March 15, 2012, is the date of the latest update, which was a major revision.

This is my #Follow Friday list, consolidated and broken up by category. I’ve tried very hard not to leave off anyone who is making a great contribution, and agonized about leaving off several to keep the number to 101 of the most useful.

And, there are many other popular Twitter accounts which provide a mix of content with “personality” and they are not included here. But, they could still be useful to you – it just depends what you want.

Wednesday, May 2, 2012

Stop using passive terms on your resume; passive terms dilute the quality and value of what you offer the employer. Seriously, if you’re using any of the following terminology, you need to make a change today!Demonstrated mastery of … Responsibility for … Duties included … Worked with … Familiar with … Knowledge of (or) Knowledgeable in …

These passive terms are not action-oriented, and they make for a rather lackluster resume. Instead, show the employer exactly what you’re capable of achieving and bringing to the table! Below you’ll find a list of 50+ strong action verbs that you can put on your resume NOW to spice things up!

Tuesday, May 1, 2012

Jobvite is the full-time gig, and they’re nice enough to let me blog. I talk all the time to recruiters and how they recruit. One of the most recent topics was Facebook, and how it’s a great platform for building out your network to find great jobs. Here’s the repost.

Facebook isn’t just a place for friends anymore.

Job seekers are using this social network to look past personal photos and friends’ status updates for their next big opportunity. Jobvite research shows that over 44 percent of all job seeking activity is happening on Facebook, and that much of the conversation is happening with trusted friends on the network.

These are active job seekers connecting on Facebook, because they see it as one more channel. However, as a recruiter, you have to approach it much differently than Twitter, and it requires users to be more active than other social networks. But it’s not hard, as the Super Socials are finding out.

Here’s how to improve your Facebook to find your next great gig.

Complete Your Profile.

Your chances of finding a job go up significantly when companies know what you do. Fill out your Facebook profile using the information from LinkedIn. For more tips about LinkedIn social profiles, read How to Build a Great Profile on LinkedIn. Every single tip is also relevant for Facebook.

Jobvite and other companies have built Facebook applications tailored for career searches.The application matches your profile information to jobs in their networks, and this allows the tools to better target job seekers and for job seekers to better target companies. Think of it like search engine optimization for your profile: the more relevant the information like using keywords that would match job descriptions, the better your profile matches.

Facebook also targets advertising based on where people have worked and their job titles.Employers can target location, educational background, age range and other demographics to reach candidates. Jobvite is one of the many platforms that can track candidate applications from Facebook, further showing that the platform is a valid place to reach future employees.

It works.

One of the senior product managers here at Jobvite, Lucinda Foss, had filled out her profile and Jobvite used Facebook’s advertising platform to target Product Managers from certain industries. She clicked, applied, and now she’s the lead on several projects here at Jobvite.

Follow Companies You Want to Work At.

Great companies that understand social networks are a great place to find employees — all you have to do it search.

Over 80 percent of employers use social media to find candidates, which means they’re looking for you. And it’s a really easy two-step process: search for companies you want to work at and like their Facebook Fan pages. Once your “Like” is registered, you receive news about the company directly in your news stream.

One of the companies that does it best isYelp! On its Facebook Fan page they have a Work With Us icon that links directly to its job listings, searchable by region and job title. Through Facebook, you are just a couple of clicks away from applying.

Yelp! does a great job of showcasing their company culture through Facebook with their “Day in the Life” series. They profile employees at all levels of the company and what they do in a typical day so people can get an idea what the company culture is like. These posts are featured directly on the fan page and will arrive in your newsfeed.